Does Cards Monitor or Score Employees?

Cards makes commitments, constraints, decisions, and work history visible to the people authorized to coordinate that work. It is not intended to score employee character, infer motives, identify “bad employees,” or replace human leadership judgment.

Time, capacity, status, and history need context. Leaders remain accountable for clarity, resources, priorities, and the conditions surrounding work. Workers remain accountable for honest communication, commitments, and craft. Cards should help those conversations happen with shared evidence rather than turn evidence into an automatic verdict.